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Understanding the Habitus of Managing Ethnic Diversity in Germany

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Understanding the Habitus of Managing Ethnic Diversity in Germany Understanding the habitus of managing ethnic diversity in Germany. A multilevel relational study. Joana Vassilopoulou A thesis submitted for the degree of Doctor of Philosophy at the University of East Anglia, Norwich Business School January 2011 © This copy of the thesis has been supplied on condition that anyone who consults it is understood to recognise that its copyright rests with the author and that no quotation from the thesis, nor any information derived there from, may be published without the author's prior, written consent. Declaration of Authorship I, Joana Vassilopoulou, declare that this thesis and the study presented in it are my own. I confirm that I have done this study while in candidature for a research degree at the University of East Anglia. The material has not been previously accepted, in whole or in part, for any other degree. Where I have quoted from the work of others, the source is always given. Parts of this thesis have been presented in conferences or published as: Conferences: • Vassilopoulou, J. (2009): Understanding the organisational habitus of managing ethnic diversity in Germany. EOI, Istanbul. • Vassilopoulou, J. (2009): Understanding the resistance. Managing ethnic diversity in Germany. Going diverse conference, RWTH Aachen. • Vassilopoulou, J. and Koal, I. (2008): Inklusion von Personen mit Migrationshintergrund durch Managing Diversity? Nationalität, Ethnizität, Migrationshintergrund, Freie Universität Berlin. Publications: • Vassilopoulou, J. (2009): Ethnic monitoring in Britain. Dossier, Ethnic Monitoring, Datenerhebung über, oder mit Minderheiten? Heinrich-Böll Stiftung, Berlin. • Al Ariss, A., Vassilopoulou, J. and Özbilgin, M. (2012): A Multilevel Understanding of the Careers of Minority Ethnic Elites. In: Kakabadse, A. and Kakabadse, N. (eds.) (2012): Elites: The Opaque Nature of Transnational Policy Determination. Palgrave Macmillan, London. Signature Date Joana Vassilopoulou January 2011 2 Abstract Drawing on Bourdieu (1990, 1994, 1998) and Layder (1993, 1998) this study provides a critical realist account of the organisational habitus of managing ethnic diversity in Germany. Using a multilevel, contextual and relational analytical framework, I interpret and operationalise Bourdieu’s key concepts, field, habitus and symbolic violence in the organisational context in order to examine macro, meso and micro level influences on the organisational habitus of managing ethnic diversity in Germany. The aim of this study is not only to contribute to an understanding of the organisational habitus of managing ethnic diversity in Germany, but also to understand the resistance of organisations to manage ethnic diversity, since organisations in Germany still do not view managing ethnic diversity as pertinent. Lastly, this study examines the implementation of the diversity management concept in the German context as well as the underlying organisational habitus of managing ethnic diversity in order to understand if the inclusion of ethnic minorities is achievable through the management of ethnic diversity in the German context. In order to do so, this study employs multiple data sources: documentary data, semi-structured interviews with stakeholders, visual data, a focus group, oberservations, a research diary and a single company case study of a German subsidiary of a North American Multinational Corporation (MNC). The thesis demonstrates the importance of considering history and particularly the treatment of history in organisational research, since this study illustrates that the organisational habitus of managing ethnic diversity is trapped in history, to be precise in the treatment of the German Nazi-past. Moreover, the thesis reveals two underlying hidden mechanisms, which guide and constitute the organisational habitus of managing ethnic diversity in Germany. These mechanisms are symbolic violence and integracism, which both undermine the overdue proposal of race equality, equal opportunities and the management of ethnic diversity at work. 3 Acknowledgements First and foremost, I would like to thank Professors Mustafa Özbilgin and Doctor Annilee Game for their excellent supervision and for being most rigorous critics of my work. Both have been always supportive, encouraging and inspiring throughout my PhD. I cannot thank them enough for taking this PhD journey with me. However, I would particularly like to thank Mustafa for endless streams of inspiration during various occasions, which not only enhanced my research but also my private life. My sincere gratitude goes to Professor Iris Koal and Verena Bruchhagen, who supported my application for a research studentship. Without their support and encouragement I would not have come to Britain to carry out this study. I would like to thank to Norwich Business School, University of East Anglia, for sponsoring this project and offering a stimulating and supportive environment. I am thankful to all individuals who devoted their time to participate in the interviews and the company case study. Without the insights they offered this thesis could not have been written. Special thanks are due to Arno Bischop and Martina-Diana Dolderer for their invaluable support in helping me securing access for the stakeholder interviews and the company case study. Finally, more personal debts of gratitude are to my mother who supported me during this PhD, as well as throughout my life. I also would like to thank my friends who never stopped listening to my endless streams of complains throughout this long journey. Thank you all for your support. 4 Table of contents Declaration of Authorship.................................................................................... 2 Acknowledgements................................................................................................ 4 Table of contents ................................................................................................... 5 Chapter One Introduction........................................................................................................... 9 1.1 Introduction............................................................................................................... 9 1.2 Rationale for this study ........................................................................................... 11 1.3 Research questions.................................................................................................. 16 1.4 Thesis structure ....................................................................................................... 17 Chapter Two The tyranny of history ........................................................................................ 23 2.1 Introduction............................................................................................................. 23 2.2 The importance of history for diversity management research .............................. 24 2.3 The burden of guilt and current racism in Germany............................................... 27 2.4 What is a German? Legislating national identity, today and in the past................. 29 2.5 Civil service in Germany: a closed sector for non-German citizens ...................... 36 2.6 Availability of terms regarding ethnic minorities and racism ................................ 38 2.7 Absence of ethnic data monitoring practices.......................................................... 42 2.8 Conclusion .............................................................................................................. 47 Chapter Three Integration as a dominant discourse of managing ethnic diversity................ 50 3.1 Introduction............................................................................................................. 50 3.2 Post-war migrants in Germany ............................................................................... 52 3.2.1 Turks in Germany............................................................................................ 56 3.2.2 The employment profile of immigrants in Germany....................................... 58 3.3 Racial discrimination in employment in Germany ................................................. 61 3.4 Is there an anti-discrimination culture in Germany?............................................... 64 3.5 Integration versus anti-discrimination, race equality or diversity management..... 70 3.5.1 Theory of integration....................................................................................... 71 3.5.2 Theory of integration in Germany................................................................... 77 3.5.3 The ethnocentric discourse and policies on integration .................................. 79 3.5.4 Racist undertones of the notion of integration in Germany: Integracism ....... 85 3.6 Conclusion .............................................................................................................. 87 5 Chapter Four Diversity management: theory and practice..................................................... 89 4.1 Introduction............................................................................................................. 89 4.2 Evolution of diversity management: theory and practice ....................................... 90 4.3 Diversity management in Germany ........................................................................ 96 4.4 Global diversity management ............................................................................... 101 4.5 Conclusion ...........................................................................................................
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